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International Journal of Trend in Scientific

Research and Development (IJTSRD)


International Open Access Journal
ISSN No: 2456 - 6470 | www.ijtsrd.com | Volume - 2 | Issue – 5

A Study on
n Effectiveness of Training and
nd Development with
Reference too Alpha Global Sourcing Pvt. Ltd, Banglore
N. Veena1, P. Asha Latha2
1
Professor, 2Assistant Professor
Associate Professor
Mother Theresa Institute oof Management, Palamaner,, Andhra Pradesh,
Pradesh India

ABSTRACT
Training and development is vital protective device function of the organizational development. It plays
for improving employee performance and an important role in the effectiveness of organizations
organizations retain accumulative training budget on and to the experiences of people in work. Training has
yearly basis with believe that it will earn them implications for productivity, health and safety at
competitive edge. The main objective of this study is work and personal development. All organizations
to examine the effectiveness of training and employing people need to train and develop their
development on employees’ performance and staff. In this regard, this study aimed
aim to contribute to
organization competitive advantage in the Alpha the existing knowledge particularly in the sphere of
global sourcing Pvt Ltd. Descriptive research method capacity development.. It is to this end that this paper
was adopted for this study using hun hundred valid seeks to critically examine the effectiveness of
questionnaires which were completed by using simple training and development on employees’ performance
random sampling technique. The data collected were and organization competitiveness.
eness.
judiciously examined using descriptive statistics to
represent the raw data in a meaningful manner. The Review of Literature:
results show that strong relationship exists between According To Fizzah (2011),
(2011 the purpose of the
training and development, employees’ performance research is to find out how training and development
and competitive advantage. Summary of the findings effect organizational performance and to find out
indicates that there is strong relationship between the what is the impact of training and development in
tested dependent variable and independent construct. organization. Training and development is important
However, management should not relent elent in their quest for the employees in organization, it helps the
to train their staff to develop new ideas that will keep employees to improve their skills and to give a good
improving and retaining employee performance. performance in workplace.

Keywords: training, development, performance, According to Shelley Frost, Demand Media Training
competitiveness is a crucial component in preparing new employees
for
or their positions and keeping existing employees
INTRODUCTION current on critical information. To be effective, a
The existence of any organization in the competitive training program needs a specific purpose with
society lies in its capability to train its human resource appropriate training methods. According to
to be creative, innovative, resourceful who will
invariably enrich performance and rise competitive Henry Ongori (2011), Jennifer Chishamiso
advantage. For an organization, training and Nzonzo, Training and development has become an
development are important as well as organizational issue of strategic importance. Although many scholars
growth, because the organizational growth and profit have conducted research on training and development
are also dependent on the training. But the training is practices in organizations in both developing and
not a core of organizational development. It is a developed economies, it is worth mentioning that

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Aug 2018 Page: 863
International Journal of Trend in Scientific Research and Development (IJTSRD) ISSN: 2456-6470
most of the research has concentrated on the benefits Begin by assessing the current status of the company;
of training in general. how it does, what it does best and the abilities of your
employees to do these tasks. This analysis will
According to Iftikhar Ahmad and Sirajud Din provide some benchmarks against which the
(2009), Training and development is adopted by effectiveness of a training program can be evaluated.
organizations to fill the skill gap of employees. The organization or an employer should know where
Training evaluation must be appropriate for the it wants to be in its long-range strategic plan and
person and situation. Evaluation will not ensure organizational need is a training program to take the
effective learning unless training is properly designed. organization from current situation to developed step.

According to Bates and Davis (2010), Usefulness of Secondly, consider whether the organization is
training programme is possible only when the trainee financially committed to support the training efforts.
is able to practice the theoretical aspects learned in If not, any attempt to develop a solid training program
training programme in actual work environment. They will fail.
highlighted the use of role playing, cases, simulation,
mediated exercises, and computer based learning to Next, determine exactly where training is needed. It is
provide exposure to a current and relevant body of foolish to implement a companywide training effort
knowledge and real world situations without concentrating resources where they are
needed most. An internal audit will help point out
Objectives of the study areas that may benefit from training. Also, a skills
1. To study the different methods of training inventory can help determine the skills possessed by
programmes conducted in Alpha global sourcing the employees in general. This inventory will help the
Pvt Ltd. organization determine what skills are available now
2. To study the effectiveness of training programme and what skills are needed for future development.
in Alpha global sourcing Pvt Ltd.
3. To know the satisfaction level of employees In summary, the analysis should focus on the total
towards training programme. organization and should identify where training is
needed and where it will work within the
Research design /Methodology organization.
1. Sampling design-Primary data collection: data
collected through survey and questionnaires. Scope of the Study
Secondary data collection: data collected through  Training and development covers the area of
industry profile, journals, and reports in website. organization culture, climate, knowledge
2. Data analysis tool-Data analyzed and validated by management, and organization on change,
used SPSS package to compute various statistical technology processes, implementation strategy,
values wherever it is necessary. Suitable diagrams rules and regulation skills, quality maintenance.
are used to exhibit the analyzed data.  Higher standards of work performance
3. Sample size-100 employees  Greater understanding and appreciation of factors
4. Sample unit-Employees of Alpha global sourcing affecting work performance
Pvt Ltd  Sharing of ideas and dissemination of good
practice
Need of the Study  Effective management and implementation of
The need of Training and Development to any change
organization is predominant. The first step of the  Encouragement of team spirit
process of training and development is identification  Increased motivation and job satisfaction for the
of the organizational needs for trained manpower, individual
both present and future.
Limitations of Training & Development
The productiveness of an employee is the important
 Non-Response Error- Due to work load, the
factor for the employer, because the income or profit
respondents (SAO, AAO, etc.,) could not spare
of the organization and employer is depends on the
much time to respond.
employees’ productiveness.

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International Journal of Trend in Scientific Research and Development (IJTSRD) ISSN: 2456-6470
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 Response Error- Huge space between what
respondents say and do. Due to confidentiality,
accurate response was not revealed by some of the
respondents.
 Sample May Be Biased- The study is being done
purely on the respondents‟‟ response in the
questionnaire and interviews that may be biased.
 Limited Duration- The project duration was
confined to 30 days only.
 Academic Purpose- The study is purely for
academic purpose having no possibility to study
beyond scope Interpretation:: From the above table 69%
participated in on the job training. And 31%
Data Analysis and Interpretation participated in off the job training. So the company
following both On-the-job
job and Off-the-job
Off methods.
Table 1.Reason for Attending the Training
Programme by the Employee Table3. Organizational Behavior.
OPTIONS RESPON PERCEN Options Responsence Percentage
DENS TAGE Workplace
29 29
Improving the 20 20% communication
productivity Problem Solving 17 17
Improvingthe knowledge 30 30% Work place Safety
21 21
to work in the company Management
Improving the skills 40 40% Reducing Stress in
33 33
needed to perform the job the Workplace
All of the above 10 10%

Interpretation: From the above table 29% says that


Interpretation: training improves work place communication,17%
From the above table 20% of employees agreed that, says that it enhance the problem solving capacity,21%
training should improve the organizational says that it improves workplace management,33%
productivity, 30% of employees agreed that, it should says that it reduces stress in the workplace. So, it
improve the knowledge,40% of employees agreed covers all areas.
that, it improve the skills needed to perform the job,
and 10% of employees agreed all the above. Table4.
4. Rating the Training Program to Develop
Un-Known
Known Areas
Table2.
2. Methods of Training and Development Rating Respondence Percentage
Options No. of Percentage 0 5 5
respondents 1 10 10
On job 69 69 2 15 15
training
3 20 20
Off the job 31 31
4 15 15
training
5 35 35

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International Journal of Trend in Scientific Research and Development (IJTSRD) ISSN: 2456-6470
Table6. The Methods Used In the Training
Program to Enrich Skills.
Options Respondence Percentage
Presentation methods 20 20
Hands-on methods 50 50
Group building
30 30
methods

Interpretation: From the above table training


develop unknown areas. For that 5% give rating to
0,10% give rating to 1,15% give rating as 2,20% give
rating as 15% and 35% give rating as 5. So training
improves skills in unknown areas.
Table 5. Rating Employee Training Programme.
Rating Respondence
0 25
1 22
2 15 Interpretation: From the above table 20% vote for
3 10 presentation methods, 50% vote for hands on
4 16 methods.30% vote for group building methods. So
5 12 hand-on-methods enrich skills.

Table7. Learning Objectives Excelled By the


Employee.
Options Respondence Percentage
Continuous learning 24 24
Knowledge
generation and 40 40
sharing
Encouragement of
flexibility and 26 26
experimentation
Critical systematic
Interpretation: From the above table employees 10 10
thinking
give rating from 0-5 about enhancing technological
skills through lectures.25% give 0 rating,22% give 1
,15% give 2,10%give 3,16%give 4%,12% give 5.so
training through lectures enhance the technological
skills.
Table6. The Methods Used In the Training
Program to Enrich Skills.
Options Respondence Percentage
Presentation 20 20
methods
Hands-on methods 50 50
Group building 30 30
methods

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International Journal of Trend in Scientific Research and Development (IJTSRD) ISSN: 2456-6470
Interpretation: From the above table 24% of the company and compared the scenarios with
employees give voting as learning objective will give industrial trends. I found some gaps in the training
continuous learning, 40% give on knowledge program which are very small to be considered. But,
generation and sharing, 26% give on flexibility and the predominate cause of the training program is aptly
experimentation, 10% give as Critical systematic performing in the company. I felt satisfied in
thinking acquiring the lot of knowledge in the field of training
and development theoretically as well as practically.
FINDINGS The project what I have done is reported with all
 79% OF employees participated in training flavors of the processes and procedures submitted
programme. successfully.
 40% of employees believe that T&D improves the
skills needed to perform the job REFERENCES
 The company follows both on the job and off the 1. Abdul Hameed Aamer Waheed (2011): ―
job methods. Most employees participated in the Employee Development and Its Affect on
on the job method. Employee Performance a Conceptual Framework‖.
 HR department involve in assessing training
2. Atif et al. (2010): ― Employee Retention
needs. Department heads
Relationship to Training and Development: A
 Helps in assessing the training needs.
Compensation Perspective
 Employees of southern technology satisfied with
the training and development programme. 3. Jelena Vemic (2007): ― Employee Training and
Development and the Learning Organization‖.
SUGGESTIONS: Facta Universities Series; Economics and
 Trainer, training place, training method, trainee Organization
are the major things that should be considered 4. Kate Hutchings, Cherrie J. Zhu, Brain K, Cooper,
while conducting the training program. Yiming Zhang and Cajun Shao (2009):
 More improvement in latest knowledge should be ―Perceptions of the effectiveness of training and
added in the training program. development of „grey-collar‟ workers in the
 The in-house-training program can be improved People’s Republic of China‖.
by inviting faculties from various business schools
and mostly from various private agencies for the 5. Rama V. Devi & Nagurvali Shaik (2012):
conducting training programs for the employees. ―Training & Development – A Jump Starter for
 The faculty’s performance was somewhat good, it Employee Performance and Organizational
should be changed, to great extent. Effectiveness‖. International Journal of Social
 Training program, was well designed and Science & Interdisciplinary
functioned in systematic way was somewhat 6. Rohan, S. & Madhumita, M. (2012): ―Impact of
extent, it should be changed, to great extent. Training Practices on Employee Productivity: A
 The employee’s feedback must be gathered in a Comparative Study‖. Interscience Management
proper way. Review

CONCLUSION:
Training and Development is very important for any Books:
organization. Present project has been conducted in 1. Human Resource Management- Rao V. S. P.
Alpha global sourcing Pvt Ltd Company. This project 2. Human resource Management- Lawrence S.
has been studied from lot of books and gathered Kleeman
required information. Accordingly I have observed

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